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The New University of Bath People Strategy for 2010/11 – 2013/14

The New University of Bath People Strategy for 2010/11 – 2013/14. Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR. Why Have a People Strategy?.

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The New University of Bath People Strategy for 2010/11 – 2013/14

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  1. The New University of Bath People Strategy for 2010/11 – 2013/14 Professor Glynis Breakwell, Vice-Chancellor Peter Eley, Deputy Director of HR

  2. Why Have a People Strategy? • Identifies how we can maximise the contribution of all staff to enable the University to achieve its purpose, goals and objectives and to develop and sustain itself for the future. • Sets out an agreed framework for how staff are managed within the University. • Sets appropriate and consistent expectations for leaders, managers and staff. • Sets the direction for planning improvements within the organisation.

  3. What’s in it for me? • Clear, shared sense of what we’re all here for • Consistent high standards of management and leadership, value and reward • Opportunities to develop their careers and realise their potential

  4. What influences what goes into a People Strategy? • What the organisation is trying to achieve – its purpose, goals and objectives • The environment that the organisation is operating within • The culture of the organisation

  5. The Role of a People Strategy

  6. How have we reviewed the People Strategy for the next 4 years? • Reviewed the previous strategy and progress made • Met with Heads of Department and other senior leaders, trade unions and groups of staff, to consider for the next 4 years • Looked at the last (2007) Staff Survey feedback • Collated feedback and priorities from which we produced a draft set of outcomes • Took these to Executive Committee and Heads of Department, VCG • Sessions for groups of staff, departmental teams and individuals

  7. The Key Questions Asked

  8. UoB Corporate Plan 2009/10 to 2013/2014Values & Attributes Our values are shown in our commitment to: • quality and excellence. • highest standards of scientific and professional integrity. • freedom to challenge the received wisdom. • encouraging high aspirations. • equality and diversity. • working responsibly and with respect for others. • best environmental practice.

  9. UoB Corporate Plan 2009/10 to 2013/2014Values & Attributes The attributes that we prize are: • The determination to excel • An enterprising approach • An international perspective • A supportive culture • A collaborative style of working

  10. People Strategy – 2010/11-2013/43 Strategic Aims: To develop, recognise and value: • An engaged, diverse and high quality workforce, who are led and supported to realise their potential and achieve the highest standards. • Our capacity for adaptability to change and ongoing improvement. • High quality leadership and management.

  11. Implementing the New People Strategy Agree Action Plan Staff Survey Starts 14/3/11 New People Strategy Approved 3/3/11 Implement Action Plan Review Progress Against Strategy Aims

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